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What Do People Really Think About Diversity in Tech? Here are 63 Anonymous Perspectives

First college graduate from my family.


Working mom.




There are so many beautiful forms of diversity, and we’ve had an amazing crash course.

In spring of 2015 we opened up Buffer’s Diversity Dashboard, a passion project for me and many other Buffer teammates focused on creating an inclusive team.

The dashboard shares real-time data on the demographic diversity of the Buffer team, as well as those who’ve expressed interest in joining our team.

We gather this information from candidates by asking them if they’d like to fill out a voluntary form after their application is submitted that asks questions about:

  • Age
  • Gender
  • Ethnicity

In addition, one of my brilliant teammates had the idea to add an open field that simply asks if there’s anything they’d like to share about diversity and inclusivity.

tell us about inclusivity

This little field has been the source of so much inspiration and learning for me. Again and again, I’m amazed and humbled by how much human beings will share with you if you only allow them to.

I’d love to share just a few of the hundreds of comments that kind and thoughtful people have written to us in this field. Some are observations about the Buffer team and our inclusivity efforts, and many more make larger points about the state of inclusivity in tech, inclusivity in America, inclusivity in the world.

Race and ethnicity: ‘I’ve never fit into a mold’

A theme of pride in identity and a lifetime of “feeling different” was clear in these comments. 

“Being of both African and Caucasian-American decent, I feel like I’ve never fit into a mold, and in a good way. I believe my diversity has allowed me to adapt in many different places including geographically and socially.”

“I think everyone feels ‘different’ growing up, but I was visually different as a multi-racial child. I can see how it would lead people to feel isolated and misunderstood, but really it taught be how to embrace myself. I am different, and I like it.”

pablo (1)

“You guys seem diverse, it would be nice to see more women of color though. :-)”

“After reviewing the Buffer Team page, I think that Buffer would benefit from a more proactive approach to diversity. I don’t see any Black people.”

“I am a card carrying member of the Cherokee Tribe. I am also Mexican and Ute Indian. I get a great sense of who I am saying this.”

“My parents are Colombian, my grandfather is Chinese, I am first generation American born, living in Singapore.”

Age: ‘I was afraid old people do not apply’

Age diversity is a big challenge in tech, and often doesn’t get quite as many resources devoted to it as other types of underrepresented groups. These messages are great reminders to make progress in this area.

“I notice there doesn’t appear to be too much gray hair on your team. Come on! Some of us are pretty with it!”

“Age is often an unconscious barrier for tech companies whose founders and employees skew young. That’s why I’m filling out this demographic survey — to supply the information that there’s someone older than 55 applying to your no-office, no-managers, fast-moving company.”

pablo (2)

“I think people over 40 are not as valued in the internet economy but we have so much to offer, maturity to bring, and a sense of self that we have developed over our 40+ years.”

“Please don’t hold my age against me! I am a social media enthusiast, and challenge my husband on who has a higher Klout score. ”

“I was fearful of even applying because I see so many young faces on your website. I was afraid ‘old’ people do not apply.”

Religion: ‘We are ‘different’ even here

I have to admit that religion was not an area that I gave any thought to including in our survey and dashboard. It was a wonderful surprise to me to see that many of you wanted to share your faith.

“I’m a strong practicing Hindu, I love all aspects of religions and actively read and research into religious studies!”

“I’m a Mormon, which I know makes me a weirdo, but it also makes me a teeny bit diverse.”

“I am not sure if religion is a diverse topic at buffer but I am a Christian who believes in God. I don’t have any intentions of forcing my religion on anyone I just want to be able to spend time with God.”

“I find it both interesting and refreshing that you didn’t ask about religion. For the record, I am a muslim, a balanced one :)”

“I’m a seventh day Sabbath keeping Christian.”

“I am a born Muslim (not practicing) my wife is Catholic from her mother’s side and Orthodox from her father’s side, and we are ‘different’ even here in Sarajevo :)”

Gender: ‘I now know that this would be welcomed at Buffer’

Our gender option is probably the survey question we took the most time and care wording, and it has already gone through a few revisions. We wanted to make sure to welcome as many gender identities and explorations as possible.


“It’s so good to see companies that understand the importance of truly respecting all people and differentiating between biological sex and gender!”

“I’ve recently begun exploring what it means for me to be gender neutral, and I now know that this would be welcomed at Buffer.”

“I like how you said “Identify” for gender and race. Glad to see a company respecting who people really are.”

“Glad you guys offer such gender diverse options!”

Sexuality: ‘It adds a different perspective to any conversation’

It is so inspiring to see how many people felt vulnerable enough to share this important aspect of their identity with us. We’ve been reflecting on whether to add sexuality to our dashboard and metrics. Keen to hear more perspectives on this!

“I am open about my homosexuality and think it adds a different perspective to any conversation!”

“I identify as gay, and I have been fortunate enough to always work in an environment where differences are not only accepted, but celebrated!”

“I’m bisexual, which isn’t really covered under gender identification”

“I’m LGBT – just married my same gender spouse!”

pablo (4)

“I’m a lesbian, married to my wife with a daughter.”

“I’m a gay married dad.”

Women: ‘I’m proof that we’re equally as capable’

Gender disparity—particularly in technical roles—is an area that Buffer, along with many other tech companies, struggles with. Reading these comments helped us recommit to this important mission.

“I would love to see more women in my age range being recognized for their adaptability and forward thinking.”

“I’m a woman of European Jewish descent (Russian, German), childhood sexual abuse survivor and advocate, entrepreneur, single mom of two, published author, business owner, book imprint director, and proof that women are equally as capable as men and can work well together, too!”

“I would love to see more women employed in creative positions within the global industry.”

“I noticed the overwhelming number of men on the “team” page and at first it was concerning, but them I dove into the page further and saw the diversity dashboard.”

“I am actually really excited about the current initiative of some employers to close the gender gap between men and women in the area of programming. Because of this, I took it upon myself to begin to learn how to code at home. Hopefully this will open some doors for me in the future!”

pablo (5)

Mothers: ‘Moms are the center of many communities’

It was awesome to see moms and working mothers identifying themselves so strongly—yet another unique perspective. 

“Having more moms in the workplace and acknowledging that WE ARE MOMS is beneficial to companies/employers as moms are the center of many communities.”

“i’m a working mom in allied medical field.”

“I’m a long-time advocate for women, and in particular mothers who work outside the home. I strongly believe that “working mothers” who are provided the opportunity to thrive in a flexible work environment are among the smartest, most loyal and hard working employees.”

Intersectionality: ‘I can identify with those who lack a voice’

What is intersectionality? It means that there’s more than one way to “be diverse”—in fact, there are countless ways. These comments help us consider the whole person, and understand that elements of someone’s identity cannot be examined separately from one another.

“I’m a female member of the LGBTQA community and am a chronic pain sufferer, so diversity and inclusion are incredibly important to me.”

“I’m polyamorous, panromantic, grey-asexual, transgender, and a multilingual immigrant to the United States.”

“It makes me extremely happy as an openly identified pansexual black woman that what I identify as doesn’t define the type of person that I am.”

“As a Hispanic man and legal US citizen in a large Mexican family, I can identify with those who lack a voice and who are here for a better and brighter future for their families. As a Gay American man I can identify with those who struggle to be accepted for who they are.”

“Home is a difficult question to answer for ‘Third Culture Kids’“. I hope that Buffer can be a home to those with a Third Culture Kid or a nomadic upbringing.”

Veterans: ‘Thank you for caring about this stuff’

It was inspiring to hear stories of so many military veterans. This is another element we hadn’t considered previously that was a wonderful discovery from our community.

“I am a formerly houseless veteran and mother who has experienced the full effect of the income gap, so thank you for caring about this stuff.”

“I am also protected veteran status.”

“I am a United States Marine Veteran and grew up in the cornfields of Kansas. :)”

“Coast Guard Veteran.”

“Prior Military, raised in the South Bronx when it wasn’t this nice, and I made it out!”

“During my time in the US Navy, I had the privilege of working not only with a great and diverse group on my ship but also visiting amazing places and interacting with many different groups and cultures. One of my core beliefs is that diversity stops singularity of thinking, leading to creativity.”

Ability: ‘Disabled but fully capable’

We heard from many passionate people who have asked us to make ability an element of our dashboard, and we plan to! We’ve been learning a lot from the folks behind axschat about the importance of accessibility for all.

“I am moderately deaf and wear hearing aids. It’s helped me become a much better listener ;)”

“I’m disabled but fully capable of fulfilling the requirements of the job for which I’m applying.”

“I’m sure you guys are doing a great job already, but do consider all who apply – there are some extremely talented people out there who are often overlooked because of some issues.
For example, I have a physical disability and Asperger’s and it can be hard for me to communicate socially and travel long distances.”

pablo (3)

“I do face challenges because of chronic illness, but working remotely allows me to lead a full and productive life.”

“I have one hand! :) For diversity purposes, I’d be considered disabled (but I’m totally not).”

“I had an employer fire me when I mentioned I was seeking some treatment for a mental health condition, I’d hate to see any company do that to anyone, ever again.”

Is all this necessary? ‘Being diverse shouldn’t require data’

Some of you shared that you believed our efforts might be better served elsewhere, positing that hiring the best person for the job is all that matters.

“I do not support ‘diversity’ for the sake of diversity. I believe that you attract and hire the best possible candidate for the job, expect and enable them to knock it out of the park.”

“Diversity is really a close-minded idea from years past; I’m glad that today’s society is far ahead of where we were in recent decades. I’m hoping that as we move forward, people will become less and less closed minded and more in tune with what it means to be human.”

“I agree there must be a balance to a companies employees. I also believe that the best person for a job must get the job :)”

“I’ve always sort of felt that the places with the best sort of diversity and inclusiveness are those that don’t try too hard but just encourage openness among coworkers.”

“Being diverse shouldn’t require data, one should hire the best available for the job.”

‘Hiring a diverse team does not mean lowering the bar’

Others shared great information about the structural and societal inequities that make it such a challenge to hire the best person without making a concerted effort in the area of inclusivity.

“A lot of people say “hire the best candidate,” and I agree with that—but if you’re going to do so, you need to make sure that the people you’re interviewing come from as diverse a group as possible.”

pablo (6)

“Hiring a diverse team does not mean lowering the bar!”

“Many people think that giving attention to diversity issues actually increases the divide. I believe that focusing on diversity is like anything in life where if you don’t make a conscious effort you will easily forget it.”

“Inclusivity and diversity is seen to some as a stretch. A stretch to include those who wouldn’t normally fit the bill. I see it as a leap. A leap towards a greater understanding of the world and its vast swaths of colorful minds.”

“Internally, having diversity of culture, ethnicity, demography, experiences, skills and more leads to a far more satisfying and interesting workplace. Externally, that very same diversity and inclusion leads to products and customer experiences that are representative of the global customer base that most companies now have.”

“Diversity debt is a so much more than correcting hiring practices in startups or posting up a few Black or Latino faces in corporate marketing. We need to look at the structural and historical laws that have created this digital divide and the debt in how companies look. So much can be gained from learning from other of different backgrounds.”

What’s next for inclusivity at Buffer?

“In my view ‘diversity’ is a still higher bar that might include many other variables.”

Diversity isn’t just one thing—it’s so many things. We could never begin to measure all of the elements that make each person we come into contact with so unique.

But we would like to keep asking questions and learning in this area. Future questions on our survey and dashboard might include things like:

  • home country
  • language spoken
  • religion
  • ability
  • sexuality
  • military/veteran status
  • societal and educational backgrounds
  • personality (introvert/extrovert)

We don’t shy away from any of these thoughts, especially the critical ones. We’re ready to keep going and sharing our journey with you.

Like everything else at Buffer, inclusivity is a self-driven conversation, not a mandate. Making our startup more inclusive is an ongoing effort, and members of the Buffer community have been amazingly kind to share all their thoughts with us.

Do any of these comments resonate with you? Share in the comments!

  • cutoffsparty

    I love that you guys not only care enough about this to collect this data, but that you care enough to share it with all of us, too. Keep up the good work, Buffer!

    • Thanks for the encouragement; excited to keep going and sharing here!

  • Thanks a lot of sharing, Courtney! I’ve just shared it with my community. I think this is a great example to follow and more startups need to embrace diversity the way you guys did. High-five!

    • We’ve got a long ways to go, but it feels great to be working on this! Thanks, Dmitry!

  • Hardip

    I think the big overlying message is that people (employers and potential employees alike) should be open and consider all humans to be equal.

    Nobody should think they can’t do a job because of who they are as a person.

    So it’s really cool that you guys are talking about diversity and inclusion. Exposing this data is a great way to encourage people from all walks of life to apply for roles. From your responses, it seems like you’re doing something right!

    • Absolutely agree, Hardip; I think you’ve picked out a perfect theme here. It was quite an inspiration to read all the responses.

  • Brendan Moore

    Thanks for organizing and sharing all that info from the free form field, Courtney – I agree that that is where some of the most interesting stuff comes from.

    I’m happy to see that the issue of ability and medical conditions was brought up. I think that those with medical conditions may get overlooked in some cases because a company may see them as unnecessarily risky. If they get sick a lot, why spend the time training and refining them? People have a lot to offer even if another part of their life is challenging, and given just small appropriate concessions, it likely makes no difference at all.

    As I was reading I also wanted to ask about geographic origins and languages, but you covered that as potential future inclusions too. Nice post!

    • Totally agree, Brendan; it was awesome to see some folks sharing so openly in that area which can have so much stigma. Yup, would love to add those elements to the dashboard in the future!

  • Livefree

    This is really great to see, thank you Courtney (and Buffer) for the transparency. Diversity is just a word to most companies and there’s no action that go along with it. Kudos to Buffer for being different. We are all unique and every one of us has valuable contribution. You can waste a lot of time looking at the negative OR you can utilize your time looking at the positive and enrich your daily life!

  • Bryan Balch

    Hi, Courtney,
    Thank you for the invitation to share some comments on diversity.
    From a chronological standpoint, I fall into the tech challenged Age Diversity Group. In my mind, I simply have more diverse experience. I clarify by sharing, we cannot stop aging, but we do not have to grow old. With the benefit of shaving my head, I don’t even have to worry about the grey look!
    As I read through the comments above, I could feel the emotions being shared as they typed. For some (especially older individuals) diversity is like a bad word. I think the concept of diversity was good from the start, however, the implementation left a bad taste in some people. I believe the negativity came from the initial disregard for qualifications in some instances, with diversity being a higher priority than being capable of doing the actual work. Over the past decade, tremendous strides have been made. (There is always more that can be done.) I believe for the most part, a company doesn’t event have to advertise a diverse workforce. Generally, today, diversity is a more common practice.
    Throughout my executive career, I have always had a role in Human Resources. I was actually certified as a Professional in Human Resources (PHR) for about about 15 years. In 2006, while serving as the Executive Director, I wrote the organization’s first Diversity Plan and received state approval, since it was required as part of our funding contract.
    I love your “growing” list of diversity types! “Diversity” to me, means “varying perspectives.”
    I have experienced a diverse career. As part of my lifelong learning, I work to be comfortable being uncomfortable. I enjoy doing new things. For example, I once led a multi-programmed company. One of our programs was a residential treatment program. Most of the employees were recovering addicts. They told me, not having walked in their shoes, I wouldn’t be able to connect with the clients. I was able to connect, interact, encourage and gain the respect of those we served.
    When I become the Executive Director for Independent Living Resource, assisting individuals with disabilities to live as independently as possible, there were 26 centers in CA. I was the only E.D. without a disability, and only 1 of 13 in the country. Each center was required by federal regulations to maintain a minimum of 51% individuals with disabilities at all levels of the respective organizations. I was told, without a disability, I would not be able to relate or connect with those we served. I was able to connect with the board to be offered the job and connected with staff, volunteers and our clients.
    From there, I became the Executive Director of a community based organization, focused on improving the quality of life, creating safe and healthy neighborhoods suitable for family lifestyle. Over 70% of the community was minority descent and half of those spoke little or no English. Again, by only speaking English, being Caucasian, and not living in poverty, there was concern about me being able to connect with those we served. Again, I was able to connect with the board, staff, community members and clients.
    I believe my ability to connect with others is due to sharing similar values and beliefs that Butler displays and by being transparent. In order to build community trust, you must be congruent and transparent.
    I learned a long time ago, people won’t care about what you know, until they know that you care. Once individuals know you are sincere, genuine, have their best interests at heart, and have integrity, you can connect with anyone. As Livefree states below, every one of us has valuable contribution. I believe we can learn something from everyone we meet. We can learn from children as well as the elderly. As you discovered with the question box, if you ask better questions, you get better answers. One of my mentors taught me, if I want to improve the quality of my life, I need to improve the quality of my questions.
    I thank you again, Courtney, for the opportunity to share some of my thoughts and a little bit about me. Have an impactful week!

    • Wow, what an incredible career you’ve had! I got a deep sense of empathy through every chapter; very inspired by this! Thank you for taking the time to share so much of yourself with us here!

  • hdc77494

    I’ve been reading your posts with interest for several months and I’d like to make one point. Buffer appears diverse in every possible way but one, and that’s diversity of thought. There appears to be a single mold for the Buffer mind set, and woe to anyone who doesn’t fit. What I find disturbing about that is that most people in the world haven’t had an opportunity to learn that value system much less live it, especially anyone who didn’t grow up with college educated progressive parents and attend exemplary schools, from preschool on up. The danger runs two ways. In a mono-culture most people see the same things and attempt to solve them the same way while it’s usually the contrarian or square peg who solves real problems. For applicants, it means tens of millions giving up the search for meaningful work because their life experience education and worldview sidelines them from acceptance by and participation in the “new” economy. The digital age makes it easy to “find your tribe” and surround ourselves with like minded people, but it also means we don’t work as hard to see things from other’s points of view and quite easy to avoid compromise of any kind. In my view that weakens both enterprise and society.

    • Wow. This is an incredible piece of feedback to receive; thank you so much for taking the time to share this. It really puts a finger on an emotion I have been feeling but couldn’t quite name. I’d love to take some time to reflect on this and think on how we put your great observation into action for inclusive change.

      • hdc77494

        Hey Courtney, I saw this in the NYTimes yesterday. While the article’s focus is on nurturing creativity in children, I think it also applies to identifying and nurturing creativity in the workplace.

        • Wow, thanks so much! I definitely see the parallels here; it’s neat to think on how we can apply this at Buffer.

          • hdc77494

            The process you are applying at Buffer is going on in workplaces across the globe. I’m not sure whether that’s a good or a bad thing. For example could visionaries like Steve Jobs or Mark Zuckerberg, or even Bill Gates have made it through the interview process without being rejected? Courtney your posts happen to provide a great window into the silicon valley onboarding process. I hope this conversation isn’t too much of a distraction. Thanks!

          • It’s the opposite of a distraction–I think it’s crucial to consider this viewpoint and think on how we can incorporate it. Really grateful to you for sharing it so openly!

  • My favorite quote: One of my core beliefs is that diversity stops singularity of thinking, leading to creativity.

    It sums up the reason for diversity and inclusion nicely.

    This was a great post. My hope for Buffer is that, in the future, this isn’t a rehash of anonymous comments but proud declarations from the many Buffermates. I think too often we live in our own little box of safety that we forget everyone doesn’t think, look, or act like us. This post was very refreshing and needed. Thank you Courtney.

    • Thanks for checking this one out! You know I always crave your feedback about where we’re headed with diversity and inclusivity. :) I’m still a bit uncertain about direction for our next phase of questions also. Really want to keep the form short enough that it doesn’t feel unwieldy but also want to give folks a chance to share all the elements that feel important to their identity. A balancing act for sure!

  • Will Anderson

    This is a really great post! As such a dominant industry, tech has to be the field that pushes the boundaries when it comes to representing the world in a fair and equal manner. You all do a pretty fantastic job with tackling these kinds of issues, but I wonder what would happen if you all started a discussion about what each employee is doing for their local community in respect to maintaining transparency with their personal actions, but also the rest of your values. Maybe that’s too crazy and too much to ask of an employee, but I think that would be an interesting new frontier to investigate as a company. It’s not just that the numbers are there for the reports, but now employees are actively choosing to cultivate their lives in a manner that aids and improves their communities. I don’t want to come off too social justice-y :), but it would be so great to see a tech company talk about it’s employees choosing not to live in areas that are being gentrified and trying to actively combat those kinds of problems that also plague the industry as a whole.

    • I really love this idea, Will! At our next retreat next week we’ve got a session on the docket about “giving back” and recognizing the amazing privileges we’re so fortunate to have. Would be great to explore many of these points!

  • Sylvia

    Everyone brings such different perspectives! I wouldn’t have thought to include a military background or even being a mom…great to have people speak and be heard!

    • I didn’t think of those either, I’m ashamed to say. Really grateful for all the learning I’ve gleaned from this amazing resource.

  • felicia.cristofaro


    The fact that Buffer shares their diversity data on a public dashboard is just amazing to me. It’s a great demonstration to show how diversity and inclusion is a priority for the team. Allowing people to share their diverse backgrounds gives them a sense of pride; it validates their feelings on who they are. I just loved all the comments! Age, religion, identified gender, sexuality, gender disparity, mothers, intersectionality, veterans, ability, all commenters had such wonderful, and honest things to share.

    I love that Buffer is all about celebrating our differences, for they’re what makes us unique! We should be celebrating our attributes! Another future question you could add to the survey and dashboard could be related to culture (e.g. Italian, French, English, etc.). It may provide some interesting insights as to behaviors and routines of employees. Not to mention various food favorites! Thanks for compiling!

    • Ah, interesting additions, Felicia! Thanks so much for checking this one out. :)

  • Dear Courtney, thank you for sharing this article and the data from your team and your applicants, it is very refreshing to see that Diversity is one of Buffer’s core values and the fact that you talk about it openly tells that you are really looking into having Diversity implemented in your company.

    Having said that, there is something I couldn’t avoid noticing from the data you shared and it is about the Ethnicity distribution of buffer team which is predominantly “White” (above 82% I believe). And that is the general situation with every area at Buffer (with the exception of “Data” team which are 67% “Asian”).

    Why do you think this is the case?…

    Sure, you do get a higher influx of applicants who identify themselves as “White” (btw, check a link to a funny video at the end).

    But maybe being controversial, it would be very interesting to take a look on the percentage of how many non-white applicants do even pass to the 1st interview round compared to white applicants (have you checked into these numbers?)

    Also there is another thing to highlight, and it is that the “People” team in Buffer is 100% white, which I believe it is the team that are the 1st filter of all applicants, and while I honestly believe that you all do the best possible to stay objective about candidates, it is just human to unconsciously feel more identified with people that are similar to your own ethnicity, gender or cultural background.

    IMPORTANT NOTE: Please, don’t take me wrong with these comments that I’m making, I’m just trying to tap on very sensitive topic for many, not with the intention of making anybody feel bad about it, but with the honest intention of opening the eyes to a possible issue that could be making it harder to achieve the diversity you are striving to have.

    Now, since I don’t like to just highlight possible problems, I would like to end this (already quite large) comment with a maybe already obvious suggestion that I hope you will consider useful.

    Almost at the end of the article it is possible to read this subtitle:

    “What’s next for inclusivity at Buffer?”

    My suggestion would be to start by making the “People” team more diverse, and it would be as simple as adding colleagues that are from different ethnicities.

    The advantages are many since different cultures tend to know different groups, strategies and “hubs” where your job positions can be advertised hoping that in this way a more ethnic-balanced influx of applicants will be achieved.

    What do you think?

    Best regards,


    P.s: Here is the funny video “Things White Latinos are Sick of Hearing” that I wanted to share with you since sometimes I identify with it :-)

    • Hi there Carlos! I want to thank you so much for taking the time to share all these wonderful thoughts and insights with us. And no worries, I take them in exactly the spirit you’ve given them–great advice to help us improve on an area where we are currently a bit challenged! You are absolutely right; we are predominately white and male right now. I think it’s because people tend to “hire from their network” and right now our network is not as diverse as it could be. Posts like these and many other efforts (which I am excited to share in future posts!) are the ways we’re working to improve this. We’re definitely not there yet! You make a wonderful and helpful point about the People team; it would be great to make improvements there for just the reasons you mention!

  • Michael Jenkins

    Many companies have tried to say they care about diversity but have never shown any signs. I am amazed that you actually collected all that data AND actually analyzed it. That being said you can not read through this article and not feel like you want to change yourself or the world. I had often believed that we were all one race and there was nothing different. Now I can see that diversity is what makes us all unique in our own ways. By bringing this forward it will help us all to grow as a person and to aim to be more open of others. I have always encouraged people to embrace who they are and not change to fit in. It will only hurt them in the end.

    • Thanks so much for your great comments here, Michael! As a global company, it feels great to pay a lot of attention in this area and apply as much care as we can. Cool that you had such an amazing reaction to the piece!

  • I like the age diversity. Hee, hee. Since I’m 45 years young, and have raised 3 kids and ran my own business for 7 years, I think I would have a perspective and assets to offset a younger employee. I think richness is in meshing ages together and creating an amazing conglomeration of talents, experience and points of view. Usually 20 somethings will jump the gun and be all enthusiastic about new, latest, greatest and a 40+ person will give perspective on different angles to temper that “changing” energy. And the 20 somethings have so much to teach the 40+ crowd on the rapidly changing technology that they grew up with while we just had typewriters. No, I did not just say that. :) Lol. Yes, typewriters my friend, then the Apple II E.

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